Speaking to the Self: How Motivating Language Links With Self-Leadership

This study investigates the relationships between the external influence of leader motivating language (ML), each of the major dimensions of self-leadership (SL)—behavioral strategies, constructive thoughts strategies, and natural rewards strategies—and their respective links with the outcomes of employee job satisfaction, performance, and intent-to-stay, using a partial least squares structural equation model. In addition, we look at the direct relationships between ML and SL with the same outcomes in separate analyses. Based on a large, diverse sample, results suggest that ML in conjunction with SL has strong, positive relationships with employee job satisfaction, performance, and intent-to-stay. Furthermore, a partially mediated model of ML affecting SL shows positive links with all three aspects of SL and the outcome variables of performance, job satisfaction, and intent-to-stay. For the SL dimensions, behavioral strategies were positively and significantly linked with job satisfaction; natural rewards strategies were positively and significantly related to job satisfaction, intent-to-stay, and job performance; and constructive thoughts strategies were significantly and positively associated with job satisfaction and intent-to-stay. These findings validate previous research and uncover new knowledge about ML and SL in organizational context.

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Probing the Links between Workforce Diversity, Goal Clarity, and Employee Job Satisfaction in Public Sector Organizations

Administrative Sciences ◽

10.3390/admsci11030077 ◽

2021 ◽

Vol 11 (3) ◽

pp. 77

Author(s):

Edmund C. Stazyk ◽

Randall S. Davis ◽

Jiaqi Liang

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Diversity Management ◽

Organizational Outcomes ◽

Equation Model ◽

Workforce Diversity ◽

Organizational Goals ◽

Employee Job Satisfaction ◽

Goal Clarity ◽

Management Policies

A considerable body of research substantiating the importance of workforce diversity to public organizations has accrued over the past two decades. However, research on workforce diversity has also been narrow in scope and frequently fails to link diversity to important individual and organizational outcomes. Using data (n = 1,109,134 employees from 500 sub-agencies) collected in three waves (2010, 2011, and 2012) of the Federal Employee Viewpoint Survey (FEVS), this study examines whether (1) increased diversity influences organizational goal clarity, (2) diversity and goal clarity, in turn, influence employee job satisfaction, and (3) diversity management policies influence job satisfaction by clarifying organizational goals for workers. FEVS is administered yearly by the U.S. Office of Personnel Management (OPM) and is designed to assess whether and to what extent federal employees believe the characteristics of successful organizations are present in their agency. Results from a multi-level structural equation model (MSEM) suggest diversity is associated with greater goal clarity and that diversity management policies, by clarifying organizational goals, positively affect job satisfaction. Findings also indicate that the type of diversity matters.

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PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i2.2275 ◽

2018 ◽

Vol 10 (2) ◽

pp. 187

Author(s):

Aginta Chairunnisa Sinulingga ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Hospitality Industry ◽

Affective Commitment ◽

Equation Model ◽

Model Data ◽

Security Service

The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

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ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES.

The Management Journal of Binaniaga ◽

10.33062/mjb.v1i01.106 ◽

2018 ◽

Vol 1 (01) ◽

pp. 9

Author(s):

Indah Kusuma Hayati

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Employee Performance ◽

Employee Commitment ◽

Equation Model ◽

Quality Of Work Life ◽

Employee Job Satisfaction ◽

Quality Of Worklife ◽

Increase Productivity

Abstract. Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the human resources quality of an enterprise. Employees who have high job satisfaction, will generally have a high commitment to the company. High employee commitment will give beneficial contribution to the company to increase productivity of both employees and companies. This study aims to analyze the effect of the QWL application on job satisfaction and employee commitment as well as analyzing the effect of job satisfaction on employee commitment. The study is conducted by giving questionnaire to 120 employees SBU (Strategic Business Unit) 1 PT. PGN, which is present in three areas, namely Hosbun, Bogor and Jakarta East. Hypothesis testing method using the model Structural Equation Model (SEM) with PLS.The results of the analysis indicate that the application of QWL hypothesis has no effect on job satisfaction of employees. Application of QWL and job satisfaction significantly influence employee commitment. The better implementation of QWL and the higher levels of job satisfaction will increase employee commitment to the company.

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The Benefits of Leader Communication On Part-Time Worker Outcomes: A Comparison Between Part-Time and Full-Time Employees Using Motivating Language

Journal of Business Strategies ◽

10.54155/jbs.23.2.131-154 ◽

1970 ◽

Vol 23 (2) ◽

pp. 131-154

Author(s):

Jacqueline Mayfield

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Equation Model ◽

Full Time ◽

Management Interventions ◽

Worker Performance ◽

Motivating Language ◽

Part Time ◽

Leader Communication ◽

Positive Effect

This study presents findings on the differential effects that leader communicationhas on worker performance and job satisfaction for part-time and full-timeworkers. For both part- and full-time employees, structural equation model resultsindicate that leader communication, as measured through motivating language(ML) use, has the same significant and positive effect on job satisfaction. However,in the case of performance, leader ML use only has a significant relationshipwith the output of full-time workers. These results indicate a boundary conditionto the effectiveness of leader communication, and suggest practical implicationsfor management interventions with today's workforce.

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Pengaruh Kohesivitas dan Kepuasan Kerja Terhadap Kinerja Tenaga Kependidikan di Institut Pertanian Bogor

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v8i3.22470 ◽

2018 ◽

Vol 8 (3) ◽

pp. 207

Author(s):

Maria Megumi Larasati ◽

Nurmala K Pandjaitan ◽

Sadikin Kuswanto

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Positive Relationship ◽

Quantitative Model ◽

Equation Model ◽

Administrative Staff ◽

Group Cohesiveness ◽

Group Members

ABSTRACTIt is generally believed that there is a positive relationship among the following three variables, which are cohesiveness, job satisfaction, and job performance. Good job performance of a group of workers needs good coorperation among the group members. Good cooperation can be viewed as the outcome of group cohesiveness. In addition, good job performance needs good job satisfaction. Furthermore, it is also commonly believed that group cohesiveness is positively related with job satisfaction. The objective of this study is to empirically test the phenomenon by conducting a survey on 102 respondents who are administrative staff in Bogor Agricultural University. A quantitative model namely Structural Equation Model (SEM) was utilized. It is concluded that cohesiveness positively effects job satisfaction as well as well as job performance. However, it is found that there is no statistically significant effect of job satisfaction on job performance. ABSTRAKUmumnya dipercayai bahwa ada hubungan positif antara tiga variabel berikut, yakni kohesivitas kelompok, kepuasan kerja, dan kinerja. Kinerja kelompok membutuhkan kerja sama di antara para anggota kelompok. Kerja sama yang baik dapat dipandang sebagai buah dari kohesivitas. Tambahan pula, kinerja yang baik membutuhkan kepuasan kerja yang baik pula. Lebih lanjut, lazimnya dipercayai bahwa kohesivitas berhubungan dengan kepuasan kerja. Studi ini secara empiris menguji fenomena tersebut dengan menggunakan survei terhadap 102 responden yang adalah tenaga kependidikan di Institut Pertanian Bogor. Model kuantitatif menggunakan Structural Equation Model (SEM). Ditunjukkan bahwa kohesivitas berpengaruh positif terhadap kepuasan kerja maupun terhadap kinerja. Namun ditemukan bahwa tidak ada pengaruh yang signifikan dari kepuasan kerja pada kinerja.

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Organizational Justice and Organizational Pride to Achieve Job Satisfaction and Job Performance

Journal of Southwest Jiaotong University ◽

10.35741/issn.0258-2724.55.3.47 ◽

2020 ◽

Vol 55 (3) ◽

Author(s):

Rahmi Widyanti ◽

Gusti Irhamni ◽

Silvia Ratna ◽

Basuki

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Justice ◽

Structural Equation Model ◽

Structural Equation ◽

Recent Literature ◽

Private Universities ◽

Equation Model ◽

Model Method ◽

The Relationship

Recent literature discusses two aspects that improve HR performance, namely organizational justice and organizational pride. Employees who are treated fairly and have pride in the company will exhibit increased job satisfaction and job performance in private universities in the Kalimantan and West Java Region, Indonesia. This study analyzes the relationship between organizational justice and organizational pride on job satisfaction and job performance among employees of private universities in Indonesia. This study uses a quantitative approach through administering a questionnaire to 200 respondents. The replies are then analyzed by Structural Equation Model method. The results show that organizational justice and organizational pride can positively and significantly influence job satisfaction and job performance.

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PENGARUH KOMPENSASI DAN RESILIENSI TERHADAP KEPUASAN KERJA KARYAWAN

Jurnal Muara Ilmu Ekonomi dan Bisnis ◽

10.24912/jmieb.v4i1.7715 ◽

2020 ◽

Vol 4 (1) ◽

pp. 156

Author(s):

Utomo Kevin Tonnisen ◽

Mei Ie

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Work Experience ◽

Structural Equation ◽

Sampling Technique ◽

Equation Model ◽

Probability Sampling ◽

Purposive Sampling ◽

Employee Job Satisfaction ◽

Positive Effect

Tujuan penelitian ini adalah untuk mengetahui ada tidaknya pengaruh kompensasi terhadap kepuasan kerja karyawan dan pengaruh resiliensi terhadap kepuasan kerja karyawan. Kepuasan kerja karyawan merupakan salah satu variabel yang paling banyak diteliti. Kepuasan kerja didefinisikan sebagai suatu keadaan emosional dialami karyawan, yang bersifat menyenangkan atau bersifat positif. Kepuasan kerja pada umumnya yang dihasilkan dari penilaian karyawan terhadap pengalaman kerja atau pekerjaannya. Dengan demikian, kepuasan kerja menunjukkan sikap positif umum karyawan terhadap pekerjaannya. Apabila karyawan merasa adanya kepuasan kerja, maka karyawan tersebut dapat lebih termotivasi untuk menghasilkan kinerja yang lebih baik. Kepuasan kerja dipengaruhi oleh banyak variabel. Dalam penelitian ini, variabel yang akan diteliti pengaruhnya terhadap kepuasan kerja karyawan adalah kompensasi dan resiliensi. Kompensasi merupakan total penghargaan atau hadiah yang diberikan perusahaan sebagai pembayaran atas hasil pekerjaan karyawan, sedangkan resiliensi merupakan suatu konsep yang menunjukkan kemampuan seseorang untuk mengatasi dan beradaptasi terhadap masa-masa sulit yang dihadapinya. Metode analisis data menggunakan Structural Equation Model (SEM) dengan alat analisis SmartPLS 3.0. Sampel diambil dengan metode non-probability sampling dan teknik purposive sampling. Sampel dalam penelitian sebanyak tigapuluh orang karyawan dengan kriteria merupakan karyawan yang masih aktif bekerja dan memiliki masa kerja minimal satu tahun. Hasil pengujian hipotesis menunjukkan bahwa adanya pengaruh positif kompensasi terhadap kepuasan kerja karyawan dan adanya pengaruh positif resiliensi terhadap kepuasan kerja karyawan. Kesimpulan penelitian ini adalah kompensasi berpengaruh terhadap kepuasan kerja dan resiliensi juga berpengaruh terhadap kepuasan kerja. Keterbatasan penelitisan ini adalah jumlah sampel yang sedikit sehingga pada penelitian mendatang, jumlah sampel penelitian dapat lebih ditingkatkan. The purpose of this study is to determine whether there is an effect of compensation on employee job satisfaction and the effect of resilience on employee job satisfaction. Employee job satisfaction is one of the most widely studied variables. Job satisfaction is defined as an emotional state experienced by employees, which is fun or positive. Job satisfaction in general results from employee evaluations of work experience or work. Thus, job satisfaction shows the general positive attitude of employees towards their work. If employees feel job satisfaction, then the employee can be more motivated to produce better performance. Job satisfaction is influenced by many variables. In this study, the variables that will be examined for their effects on employee job satisfaction are compensation and resilience. Compensation is the total award or prize given by the company as payment for the work of employees, while resilience is a concept that shows a person's ability to overcome and adapt to the difficult times they face. The data analysis method uses Structural Equation Model (SEM) with SmartPLS 3.0 analysis tools. Samples were taken by the non-probability sampling method and purposive sampling technique. The samples in this study were thirty employees with the criteria are employees who are still actively working and have a minimum working period of one year. The results of hypothesis testing indicate that there is a positive effect of compensation on employee job satisfaction and a positive effect of resilience on employee job satisfaction. The conclusion of this study is that compensation has an effect on job satisfaction and resilience also has an effect on job satisfaction. The limitation of this research is the small number of samples so that in future studies, the number of research samples can be further increased.

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Pengaruh Kepemimpinan, Motivasi, dan Kompensasi terhadap Kepuasan Kerja Karyawan (Studi Kasus pada Perusahaan Importir Alat Berat PT XYZ di Jakarta)

Jurnal Manajemen Bisnis dan Kewirausahaan ◽

10.24912/jmbk.v5i2.11228 ◽

2021 ◽

Vol 5 (2) ◽

pp. 179

Author(s):

Nurhaiyati Nurhaiyati ◽

Nurahma Tresani

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Work Performance ◽

Equation Model ◽

Probability Sampling ◽

Employee Job Satisfaction ◽

Heavy Equipment ◽

Leadership Motivation ◽

Processing Techniques

The purpose of this research is to investigate the effect of leadership, motivation and compensation on employee job satisfaction in a heavy equipment importer company PT XYZ in Jakarta. The population of this research was 115 people and the sample were selected using a probability sampling method totaling 110 respondents in Jakarta. Data processing techniques using the Structural Equation Model (SEM) method which is assisted by Smart PLS software.3.3.2. The results of this research indicate that leadership, motivation, and compensation have a significant positive effect on employee job satisfaction. Leaders who provide opportunities to their employees in achieving company goals, employees who have high motivation in working and provide fair and transparent incentives in accordance with the work performance achieved are known to increase employee job satisfaction. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh dari kepemimpinan, motivasi dan kompensasi terhadap kepuasan kerja karyawan pada sebuah perusahaan importir alat berat PT XYZ di Jakarta. Populasi penelitian ini sebanyak 115 orang dan sampel dipilih menggunakan metode probability sampling berjumlah 110 orang responden di Jakarta. Teknik pengolahan data menggunakan metode Structural Equation Model (SEM) yang dibantu oleh perangkat lunak Smart PLS.3.3.2. Hasil penelitian ini menunjukkan bahwa kepemimpinan, motivasi, dan kompensasi berpengaruh secara positif signifikan terhadap kepuasan kerja karyawan. Pimpinan yang memberikan kesempatan kepada karyawannya dalam mencapai tujuan perusahaan, karyawan yang mempunya motivasi yang tinggi dalam bekerja dan pemberian insentif yang adil serta transparan sesuai dengan prestasi kerja yang dicapai diketahui dapat meningkatkan kepuasan kerja karyawan.

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Partial Least Square – Structural Equation Model for Effect of Employee Engagement on Job Satisfaction and Job Performance in Automobile Industries

International Journal of Innovative Technology and Exploring Engineering - Special Issue ◽

10.35940/ijitee.b6602.129219 ◽

2019 ◽

Vol 9 (2) ◽

pp. 4725-4729

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Employee Engagement ◽

Automobile Industry ◽

Structural Equation ◽

Business Performance ◽

Work Force ◽

Equation Model ◽

Partial Least Square ◽

Least Square

The major challenges organizations facing today’s competitive world is diversified work force and ever changing environment and technology. It is, therefore, imperative to utilize the employees ‘capabilities to the maximum possible extent to achieve individual and organizational goals. In this perspective, it has been discussed that job satisfaction and employee motivation are wide influencer of employees’ performance. Employee dedication and commitment towards work leads to improved outcomes in performance, organizational productivity and profit. Employees are more loyal and satisfied to the organization when they get recognition from their employers. The understanding of organizations on the factors satisfying employees will lead to deal with the people and get the extra ordinary results from them. The employee engagement and business performances are complimentary to each other. Higher is the employee engagement then greater the business performance. The present research makes an attempt to investigate the concept of job satisfaction and its impact on performance among the employees in the automobile industry, which is one of the key drivers that boost the economic growth of the country. In the time of recessions, the survival of the organization depends on the fully engaged employee. There is no agreement between defining the employee engagement by the earlier researchers and also its impact on job satisfaction and performance. In this concern, this study is significant in the definition of employee engagement and to find its relationship with job satisfaction and job performance in automobile industry.

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Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

Verslas teorija ir praktika ◽

10.3846/btp.2019.09 ◽

2019 ◽

Vol 20 ◽

pp. 93-102 ◽

Cited By ~ 3

Author(s):

Folakemi Ohunakin ◽

Anthonia Adeniji ◽

Olaleke Oluseye Ogunnaike ◽

Friday Igbadume ◽

Dayo Idowu Akintayo

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Multinational Corporations ◽

Structural Equation ◽

Diversity Management ◽

Equation Model ◽

Cross Sectional ◽

Diverse Workforce ◽

Diversity And Inclusion ◽

Convergent And Divergent Validity

This article provides an empirical study on effects of diversity management and inclusion on organisational outcomes. The importance of diversity management and inclusion on organisation is of immense benefit especially in a Multinational Corporations, where diversity and inclusion are parts of their core values. However, in our context, which had been identified as the most diverse country in Africa, there is need to establish how the management and inclusion of these diverse workforce would benefit organisational activities, coupled with the fact that, there is dearth of research on these constructs in extant literature. This study investigated the effects of diversity management and inclusion on organisational outcomes (job satisfaction and job performance) among Shell Corporation employees. Pen and paper questionnaire of 384 copies were administered to the Lagos Branch employees of Shell Corporation. Cross-sectional research design was adopted. Confirmatory Factor Analysis (CFA), convergent and divergent validity, correlational analysis, and structural equation model were used for the analysis. The findings showed positive effect of diversity management and inclusion on employees’ job satisfaction and employees’ job performance. It implies that diversity management and inclusion have the potentials of assisting organisation in creating a climate in which employee will like to work harder with readiness to continue to work with the organisation.

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